Capable means our consultants are more experienced than clients expect.
They are senior practitioners who have done the work before, often many times, and bring:
- Deep functional expertise in their discipline
- Strong analytical and process-oriented thinking
- Creativity grounded in experience, not theory
- The ability to operate inside complex organizations
- Comfort working alongside other senior experts
Capable consultants challenge clients constructively. They push on priorities, value, and outcomes rather than simply executing requests. They draw on experience from prior roles to define strategies grounded in what actually works. They design organizations, programs, and systems, not just written deliverables.
Likable means MGC assigns consultants and leaders that clients genuinely want them on the team.
They are warm, collaborative, professional, and elevate meetings rather than drain them. Clients regularly ask for the same consultants again because they trust them, enjoy working with them, and see stronger results over time.
Likable and capable is why initial projects turn into long-term relationships.
How does the “try before you buy” model work for fractional leaders?
Our fractional consultants are frequently strong full-time candidates. Many clients want to find the right long-term leader but have been burned by past hiring mistakes. MGC’s model is intentionally designed to make conversion easy when it makes sense for both the client and the consultant.
How it works:
- The consultant starts as a fractional leader or consulting team member.
- The client evaluates performance in real operating conditions over the course of the engagement.
- When there is mutual interest, MGC actively encourages a full-time placement.
Our agreements already define this process. Once the client determines there is a mutual fit, negotiates salary and employment terms, and hires the consultant full-time, the MGC consulting agreement terminates and converts into a placement agreement.
Clients value this approach because it replaces a high-risk hiring decision with months of real-world evaluation. Hiring committees gain clarity on fit, impact, and leadership style over time, not just during interviews. Placing great talent also strengthens long-term client relationships, as the placed leader already knows how to leverage MGC to accelerate revenue growth.
Why should a CEO hire a fractional leader instead of waiting for a full-time search?
Corporate objectives and revenue growth shouldn’t suffer due to leadership turnover. Companies no longer have deep benches to rely upon when a senior leader leaves. Gaps destroy momentum and keep companies from meeting their goals. The business simply cannot pause due to leadership gaps.
Common scenarios:
- A leader leaves unexpectedly or is cut for lack of value/growth.
- A search will take three to six months and progress slows or stops.
- Revenue, marketing, and operations proceed without leadership – full cost with partial results.
Fractional leaders fill the gap immediately. Market Growth Consulting presents qualified candidates to interview within a week in most cases. Often by the time a departing leader’s transition period is over, Market Growth Consulting has assigned the fractional leader.
MGC and the fractional have even conducted exit interviews to hear from departing CMOs and Demand Leaders which programs are foundational, and where they would have reallocated resources if given the opportunity.
CEOs choose fractional leadership because it provides:
- Access to talent they could not afford full-time
- Faster impact with significantly less ramp time
- Reduced short-term risk during periods of transition
In many cases, clients retain fractional leaders long-term because the cost-to-impact ratio remains strong and replacing a departed executive requires time to get right. Fractional leadership is often the most pragmatic choice to maintain growth and performance.
How do MGC staffing costs compare to traditional executive search firms?
MGC supports two primary models: fractional contracting and executive search, with variants to each model that meet clients’ individual needs.
Fractional contracting is typically one to two and a half days per week, although some clients staff contractors up to full time. As needs evolve, clients dial up or down the commitments. Contractors generally have more seniority, expertise, and experience than clients expect, so clients give them more senior, complex assignments quickly and the work evolves over time.
More senior leaders cost more because they bring strategy, judgment, and leadership to each assigned role, they reduce risk and rework and bring a fresh attitude to long employed teams, and they move faster with less oversight than traditional employees.
Executive search takes two general forms: contingent and retained models.
For a contingent staffing model, Market Growth Consulting applies their talent database of over 200 deeply experienced marketing, demand, and RevOps talent, and consultant sourcing methodology to find clients’ great talent. Market Growth Consulting knows resources who would be great, and meets additional candidates through our networks when needed.
For a retained staffing client, MGC partners with an executive search firm to access executives in full time roles at desirable and competitive companies to our clients. The added value requires a financial commitment up front, and clients work directly with Market Growth Consulting and industry best recruiters to staff top level VP, SVP, and C-Level executives.
In both cases, MGC pricing is comparable to other consulting firms. Clients benefit from years of talent sourcing experience and a significantly higher level of fit and seniority, without a cost premium.
Does MGC support global scale for public companies?
Yes, MGC works with global and public companies across regions and
is comfortable operating in multi-geo environments. Several client executives lead global organizations requiring support across North America, Europe, the Middle East, and Asia.
Mark Goloboy’s career was defined by global roles at name-brand public companies: Accenture, Monster, EMC, and TripAdvisor. Mark has managed strategy, demand programs, budget, and teams across global regions. He understands that local marketing takes local expertise, and programs vary greatly by country. Mark has managed executive resources and worked for Europe and Asia-based managers.
Our consulting experience includes:
- Europe and Asia-based teams, programs, and channels
- Global B2B marketing operations, and local technologies
- Regional go-to-market differences, customs, channels, and partners
We understand:
- Localization versus translation, and have translated and localized American English to dozens of languages
- Regional vendors and systems, and the local communications preferred by customers around the world
- Market-specific buying behavior through channel partnership sales models, agencies, and local sales teams
When local expertise is required, we staff locally. Our deep consulting talent extends to Europe and Asia. When centralized leadership is needed, we provide that and manage consultant and client teams around the world. Global scale is a core capability, not an exception.
Can MGC help define what kind of marketing leader I actually need?
Yes, and this is often where we add the most value. Clients rely on Market Growth Consulting for marketing, demand, and RevOps expertise. Often clients are leveraging our consultants to fill gaps while they hire. In that case, we offer to assist with the hiring process and commit contractually to write the job description, manage the candidate database, screen candidates, and manage the client’s hiring committee communications. We ensure clients get the best possible resource when Market Growth Consulting is involved.
We help clients develop their organizational strategy for immediate and long term needs. That includes full-time versus fractional leadership, strategic roles versus operational focus, blending junior and senior talent, and ensuring the right personality mix to achieve the maximum potential revenue for their stage of growth.
Clients often ask us for:
- Writing the job description for a CMO, VP, or Director level role
- Defining RevOps or Demand Gen leadership roles and responsibilities
- Managing the candidate database
- Screening potential candidates
- Managing the hiring committee communications and meetings
- Designing a mix of full-time and contract resources
The goal is always to build the right marketing organization for our clients’ growth stage and revenue goals.